The Impact of Organizational Culture on Employee Performance

Oct 13, 2025 by talynt.org 36 views

Introduction

In today's competitive business landscape, employee performance is a crucial factor for the success of any organization. Employees are the backbone of a company, and their performance directly impacts the achievement of organizational goals. Therefore, it is essential for companies to optimize the performance of their employees. This study aims to investigate the influence of organizational culture and self-efficacy on the performance of BPJS Employment Employees in the Pattimura Medan Branch Office.

Background

BPJS Employment is a government agency responsible for providing social security services to employees in Indonesia. The Pattimura Medan Branch Office is one of the many branches of BPJS Employment, and it serves a significant number of employees. The performance of BPJS Employment Employees in this branch office is critical to the success of the organization. However, the performance of employees can be influenced by various factors, including organizational culture and self-efficacy.

Organizational Culture and Self-Efficacy: Key Performance Drivers

Organizational culture refers to the set of values, norms, and beliefs that shape the behavior and attitudes of employees within an organization. A positive organizational culture can create a conducive work environment, motivate employees to provide their best performance, and foster a sense of teamwork and collaboration. On the other hand, self-efficacy refers to an individual's belief in their ability to complete a task. Employees with high self-efficacy tend to be more confident, persistent, and enthusiastic in achieving their targets.

Methodology

This study employed an associative research design, which connects two or more variables to examine the effects between them. The population of this study consisted of all BPJS Employment employees in the Pattimura Medan Branch Office, totaling 55 people. Saturated sampling techniques were used, where the entire population became the research sample. Data were collected through interviews and the distribution of questionnaires. Descriptive analysis and multiple linear regression analysis were used to analyze the data.

Results

The results of this study showed that there was a positive and significant influence between organizational culture and self-efficacy on the performance of BPJS Employment Employees in the Pattimura Medan Branch Office. Partial testing revealed that both organizational culture and self-efficacy had a positive and significant influence on employee performance.

The Impact of Organizational Culture on Employee Performance

Organizational culture plays a significant role in shaping employee behavior and attitudes. A positive organizational culture can create a conducive work environment, motivate employees to provide their best performance, and foster a sense of teamwork and collaboration. The following are some ways in which organizational culture can impact employee performance:

Open Communication: A culture that encourages open communication can help employees feel valued and heard, leading to increased job satisfaction and performance.
Appreciation for Achievement: A culture that recognizes and rewards employee achievements can motivate employees to strive for excellence and provide their best performance.
Team Support: A culture that fosters teamwork and collaboration can help employees feel supported and motivated to work together to achieve common goals.

The Impact of Self-Efficacy on Employee Performance

Self-efficacy is a critical factor in determining employee performance. Employees with high self-efficacy tend to be more confident, persistent, and enthusiastic in achieving their targets. The following are some ways in which self-efficacy can impact employee performance:

Confidence: Employees with high self-efficacy tend to be more confident in their abilities and are more likely to take on challenging tasks and responsibilities.
Persistence: Employees with high self-efficacy tend to be more persistent in the face of challenges and obstacles, leading to increased job satisfaction and performance.
Enthusiasm: Employees with high self-efficacy tend to be more enthusiastic and motivated to achieve their targets, leading to increased job satisfaction and performance.

Implications for BPJS Employment Pattimura Branch Office Medan

This study has several implications for BPJS Employment of the Pattimura Medan Branch Office:

Strengthening Organizational Culture: BPJS Employment should focus on strengthening its positive organizational culture by encouraging open communication, recognizing and rewarding employee achievements, and fostering teamwork and collaboration.
Improving Employee Self-Efficacy: BPJS Employment should provide training and development opportunities that focus on improving employee skills and knowledge, as well as providing opportunities for employees to take on challenging roles and responsibilities.

Conclusion

Organizational culture and self-efficacy play a significant role in determining employee performance. By building a positive organizational culture and increasing employees' self-efficacy, BPJS Employment of the Pattimura Medan Branch Office can achieve more optimal performance and carry out its service mission better.

Resource

Organizational Culture: https://www.businessdictionary.com/definition/organizational-culture.html
Self-Efficacy: https://www.psychologytoday.com/us/blog/the-mysteries-move/201304/Selficacy-the-key-success

Q: What is the main focus of this study?

A: The main focus of this study is to investigate the influence of organizational culture and self-efficacy on the performance of BPJS Employment Employees in the Pattimura Medan Branch Office.

Q: What is organizational culture, and how does it impact employee performance?

A: Organizational culture refers to the set of values, norms, and beliefs that shape the behavior and attitudes of employees within an organization. A positive organizational culture can create a conducive work environment, motivate employees to provide their best performance, and foster a sense of teamwork and collaboration.

Q: What is self-efficacy, and how does it impact employee performance?

A: Self-efficacy refers to an individual's belief in their ability to complete a task. Employees with high self-efficacy tend to be more confident, persistent, and enthusiastic in achieving their targets.

Q: What are some ways in which organizational culture can impact employee performance?

A: Some ways in which organizational culture can impact employee performance include:

Open Communication: A culture that encourages open communication can help employees feel valued and heard, leading to increased job satisfaction and performance.
Appreciation for Achievement: A culture that recognizes and rewards employee achievements can motivate employees to strive for excellence and provide their best performance.
Team Support: A culture that fosters teamwork and collaboration can help employees feel supported and motivated to work together to achieve common goals.

Q: What are some ways in which self-efficacy can impact employee performance?

A: Some ways in which self-efficacy can impact employee performance include:

Confidence: Employees with high self-efficacy tend to be more confident in their abilities and are more likely to take on challenging tasks and responsibilities.
Persistence: Employees with high self-efficacy tend to be more persistent in the face of challenges and obstacles, leading to increased job satisfaction and performance.
Enthusiasm: Employees with high self-efficacy tend to be more enthusiastic and motivated to achieve their targets, leading to increased job satisfaction and performance.

Q: What are the implications of this study for BPJS Employment of the Pattimura Medan Branch Office?

A: The implications of this study for BPJS Employment of the Pattimura Medan Branch Office are:

Strengthening Organizational Culture: BPJS Employment should focus on strengthening its positive organizational culture by encouraging open communication, recognizing and rewarding employee achievements, and fostering teamwork and collaboration.
Improving Employee Self-Efficacy: BPJS Employment should provide training and development opportunities that focus on improving employee skills and knowledge, as well as providing opportunities for employees to take on challenging roles and responsibilities.

Q: What are the limitations of this study?

A: The limitations of this study include:

Small Sample Size: The sample size of this study was relatively small, which may limit the generalizability of the findings.
Cross-Sectional Design: The study used a cross-sectional design, which may not capture the dynamic nature of organizational culture and self-efficacy.

Q: What are the future directions for this research?

A: Future directions for this research include:

Longitudinal Study: Conducting a longitudinal study to examine the changes in organizational culture and self-efficacy over time.
Large-Scale Study: Conducting a large-scale study to examine the influence of organizational culture and self-efficacy on employee performance in different organizations.

Q: What are the practical implications of this study for organizations?

A: The practical implications of this study for organizations are:

Developing a Positive Organizational Culture: Organizations should focus on developing a positive organizational culture that encourages open communication, recognizes and rewards employee achievements, and fosters teamwork and collaboration.
Improving Employee Self-Efficacy: Organizations should provide training and development opportunities that focus on improving employee skills and knowledge, as well as providing opportunities for employees to take on challenging roles and responsibilities.